Hiring your first employee in France while you live abroad is the moment your French company becomes a real employer, with real payroll, real social charges and real court risk. Many foreign founders discover this sequence too late: they agree a start date over email, let the new hire begin work, and only then ask their accountant how to declare the person. In France that order is reversed. The declaration comes first, the contract must be written correctly from day one, and the trial period only protects you if every condition was agreed in advance. This guide explains the full hiring path for a foreign-held French company: the pre-hire declaration (DPAE \u2014 d\u00e9claration pr\u00e9alable \u00e0 l’embauche, the mandatory pre-hiring declaration filed with the social security collection body), the choice between a permanent contract (CDI \u2014 contrat \u00e0 dur\u00e9e ind\u00e9termin\u00e9e) and a fixed-term contract (CDD \u2014 contrat \u00e0 dur\u00e9e d\u00e9termin\u00e9e), the lawful trial period (p\u00e9riode d’essai), and the pay, payslip, social reporting and health cover duties that follow. It is written for a founder or director who signs from London, New York, Dubai, Singapore or elsewhere and manages a French team at a distance.<\/p>\n
The French system places the employer under the supervision of URSSAF (Unions de recouvrement des cotisations de s\u00e9curit\u00e9 sociale et d’allocations familiales, the body that collects social security contributions), the Registre du commerce et des soci\u00e9t\u00e9s kept by the greffe (the clerk’s office of the commercial court, which issues your Kbis \u2014 the official company identity certificate), and the labour courts (conseil de prud’hommes, the employment tribunal). A missed declaration can be reclassified as concealed work (travail dissimul\u00e9), a vague fixed-term contract can be reclassified as a permanent contract, and an irregular trial renewal can turn a clean separation into a dismissal without real and serious cause. Each section below gives the governing text, the exact time limit, the document to keep, and the control you run from abroad before the start date. For the broader setup sequence \u2014 corporate bank account, Kbis, VAT and the first hire in one view \u2014 read our companion guide on setting up a company in France as a foreign founder: bank account, Kbis, VAT and your first hire<\/a>, which this article continues with the employment detail.<\/p>\n French hiring formalism starts before the employee performs a single hour. The declaration pr\u00e9alable \u00e0 l’embauche (DPAE) identifies your company and the incoming employee to the social bodies, triggers affiliation, and proves the hiring date and time. The written contract then locks in the job, the place of work, the pay and the trial terms. Foreign founders should treat these two steps as one checkpoint: no DPAE and no signed contract means no start of work, even if the candidate is pressing to begin on Monday.<\/p>\n The rule is short and absolute. Article L. 1221-10 of the Labour Code<\/a> provides: “L’embauche d’un salari\u00e9 ne peut intervenir qu’apr\u00e8s d\u00e9claration nominative accomplie par l’employeur aupr\u00e8s des organismes de protection sociale d\u00e9sign\u00e9s \u00e0 cet effet.” In plain English: no hiring without a prior nominative declaration to the designated social protection bodies. The same article adds that the employer completes this declaration in every workplace where employees work, which matters when your French company has a Paris office plus remote workers elsewhere in France. The declaration is filed with URSSAF, normally online, before the actual start of work, and it must state the date and hour of hiring. The detailed content is fixed by Article R. 1221-1 of the Labour Code<\/a>, which lists the mandatory mentions: the employer’s company name, APE activity code, address, SIRET registration number and occupational health service; the employee’s family name, first names, sex, date and place of birth and social security number if already registered; the date and hour of hiring; and the nature and duration of the contract, plus the trial period duration for open-ended contracts and for fixed-term contracts whose term or minimum duration exceeds six months.<\/p>\n From abroad, organise this as a dated paper trail. First, confirm your French company has an active SIRET and an URSSAF employer account, because the DPAE cannot reference a company that is not identified in the R\u00e9pertoire des entreprises. Second, collect the employee’s identity documents, social security number (num\u00e9ro de s\u00e9curit\u00e9 sociale) or birth certificate details for a first registration, home address, and banking details (RIB \u2014 relev\u00e9 d’identit\u00e9 bancaire) for salary payment. Third, file the DPAE and keep the acknowledgement of receipt with its timestamp, because that timestamp is your proof of the declared hiring hour. Fourth, arrange the occupational health follow-up: every new hire must be covered by a service de sant\u00e9 au travail (occupational health service), with an information and prevention visit within the statutory schedule. The official employer procedure is described on the service-public page on hiring formalities for private-sector employees (Proc\u00e9dure et formalit\u00e9s d’embauche d’un salari\u00e9 du secteur priv\u00e9<\/a>) and the URSSAF page dedicated to the DPAE, which both confirm that the declaration precedes the start of work and conditions affiliation.<\/p>\n The sanction for skipping or delaying this step is severe and has nothing to do with good faith. Article L. 8221-5 of the Labour Code<\/a> provides: “Est r\u00e9put\u00e9 travail dissimul\u00e9 par dissimulation d’emploi salari\u00e9 le fait pour tout employeur”. Concealed work by concealment of salaried employment therefore includes the intentional failure to complete the DPAE. Case law requires intent, but intent is commonly inferred from objective facts: work performed without any declaration, a declaration filed only after an inspection, or pay routed outside payroll. Only an intentional act characterises concealed employment, and putting the paperwork right afterwards does not erase an offence already committed. The financial consequence is fixed by Article L. 8223-1 of the Labour Code<\/a>: “En cas de rupture de la relation de travail, le salari\u00e9 auquel un employeur a eu recours dans les conditions de l’article L. 8221-3 ou en commettant les faits pr\u00e9vus \u00e0 l’article L. 8221-5 a droit \u00e0 une indemnit\u00e9 forfaitaire \u00e9gale \u00e0 six mois de salaire.” Six months of salary as a lump-sum indemnity, on top of URSSAF reassessments, penalties and possible criminal exposure, is the price of an undeclared start. A founder living abroad should therefore never authorise a “trial day”, a “test week” or remote onboarding tasks before the DPAE acknowledgement exists.<\/p>\n Affiliation follows automatically but must be verified. Article L. 311-2 of the Social Security Code<\/a> provides that all employed persons, whatever their nationality, are compulsorily affiliated to the general social security scheme, whatever the amount or nature of pay and whatever the form, nature or validity of the contract. Your employee is therefore covered from the declared hiring date, and your company owes contributions from the first euro of salary. Register the company with URSSAF as an employer if this is the first hire, designate the applicable collective bargaining agreement (convention collective \u2014 the sector-wide agreement that sets minimum pay scales, classifications, trial rules and notice periods for your industry), and confirm the caisse de retraite compl\u00e9mentaire (supplementary pension fund, Agirc-Arrco) and pr\u00e9voyance (supplementary death, disability and incapacity cover) affiliations that apply to your sector. These registrations determine where contributions are paid and which fund the employee contacts for daily allowances, and they must match the establishment (\u00e9tablissement) where the employee actually works, identified by its SIRET.<\/p>\n The default contract in France is the CDI, the open-ended contract. A CDD is only lawful for a precise temporary task and only in the cases listed by statute. Article L. 1242-2 of the Labour Code<\/a> opens with the principle that, subject to the narrow exceptions of Article L. 1242-3, a fixed-term contract may only be concluded for the performance of a precise and temporary task, and only in the listed cases: replacement of an absent employee, temporary increase in activity, seasonal work or sectors where constant custom avoids CDI, replacement of a head of business or liberal professional, and a small number of further statutory situations. The contract must state its precise reason, its term or minimum duration, the job title, the collective agreement, the pay and its components, the workplace, and the trial period if any. A CDD that states “business development” or “six months renewable” without a statutory reason, or that fills a permanent post linked to the normal and permanent activity of the company, is exposed to reclassification (requalification) as a CDI by the labour court, with back-pay consequences and an indemnity for the irregularity.<\/p>\n For a first hire, the CDI is usually the safer and more attractive instrument: it reassures the candidate, matches the indefinite needs of a new French operation, and avoids the strict CDD regime of maximum durations, renewal caps, waiting periods between successive CDDs (d\u00e9lai de carence) and end-of-contract precarity indemnity (indemnit\u00e9 de fin de contrat, generally 10% of gross pay). Use a CDD only when the temporary reason is real and provable from documents you already hold: a named person on sick leave to replace, a dated trade fair or pilot contract creating a temporary workload spike, or a seasonal pattern. Describe that reason in the contract with names, dates and reference documents, set the term consistently with the reason, and file the supporting evidence with the signed contract. Courts examine the reality of the reason on the day the contract was signed, not the explanation given later at trial, so a vague motive written in haste from abroad is the classic route to reclassification.<\/p>\n The written contract should also settle, before signature, the points that generate most first-hire disputes. State the job title and classification level under the convention collective, the gross monthly or annual salary, the variable component formula if any, the place of work and any telework days, working time (full-time at 35 hours or the agreed part-time schedule), the trial period and its possible renewal by reference to the extended sector agreement, the notice periods, the confidentiality and non-compete clauses if genuinely needed with their financial counterpart, and the data and equipment rules for remote access from abroad. Have the employee return a signed copy before the start date, keep proof of delivery of the mandatory hiring documents, and store everything in a single digital file accessible to payroll: identity, social security attestation (attestation de droits), RIB, DPAE acknowledgement, signed contract, and applicable convention collective reference. When the founder signs from abroad, use a qualified electronic signature with a reliable timestamp rather than a scanned handwritten signature exchanged by messaging applications, because the date of signature may later decide whether a trial clause or a renewal was agreed before the deadline.<\/p>\n Two traps deserve special attention from foreign employers. First, the part-time contract must state the agreed weekly or monthly hours and their distribution, or it risks reclassification as full-time. Second, the multi-establishment founder who hires a salesperson or technician “for France” should name the establishment of attachment and the travel area, because URSSAF, the health service and the competent labour court all depend on that attachment. A contract that says “based anywhere, reporting to London” without a French establishment reference creates declaration errors that surface at the first audit or dispute. Precision at drafting is cheaper than correction after the employee has started.<\/p>\n Once the employee starts, the trial period tests the fit, but only within strict maximum durations and renewal conditions, and pay and social reporting run on a monthly cycle that tolerates no improvisation. The DSN (d\u00e9claration sociale nominative \u2014 the single monthly electronic return through which the employer declares pay and contributions for all employees) carries your payroll data to URSSAF and the other bodies, the payslip must contain the statutory mentions, and every employee must receive minimum health cover funded at least half by the employer. The paragraphs below give the exact durations, notice periods and funding rules, with the official texts you check before each decision.<\/p>\n The CDI trial period has statutory maximum initial durations. Article L. 1221-19 of the Labour Code<\/a> provides: “Le contrat de travail \u00e0 dur\u00e9e ind\u00e9termin\u00e9e peut comporter une p\u00e9riode d’essai dont la dur\u00e9e maximale est : 1\u00b0 Pour les ouvriers et les employ\u00e9s, de deux mois ; 2\u00b0 Pour les agents de ma\u00eetrise et les techniciens, de trois mois ; 3\u00b0 Pour les cadres, de quatre mois.” These ceilings apply unless a longer duration was already provided by an extended sector agreement concluded before the 2008 reform under strict conditions; in practice, foreign founders should apply the two, three and four-month ceilings and check their convention collective for any shorter duration, because the shorter applicable text prevails. The trial period must be expressly stipulated in the contract or the hiring letter; it is never implied, and work performed without a written trial clause is deemed definitive employment from day one.<\/p>\n Renewal is where most foreign employers fail, because French law requires both a sector agreement and an individual written agreement. Article L. 1221-21 of the Labour Code<\/a> provides: “La p\u00e9riode d’essai peut \u00eatre renouvel\u00e9e une fois si un accord de branche \u00e9tendu le pr\u00e9voit. Cet accord fixe les conditions et les dur\u00e9es de renouvellement.” The same article then caps the total including renewal: four months for workers and employees, six months for supervisors and technicians, eight months for executives (cadres). The Cour de cassation enforces the written-agreement condition strictly. In its judgment of 11 June 2025, pourvoi No. R 23-21.128 (Cour de cassation, chambre sociale, 11 June 2025, No. 23-21.128<\/a>), the Court recalled: “La p\u00e9riode d’essai peut \u00eatre renouvel\u00e9e une fois si un accord de branche \u00e9tendu le pr\u00e9voit. Cet accord fixe les conditions et les dur\u00e9es de renouvellement.” It then cited the applicable sector agreement: “Ce renouvellement fait l’objet d’un accord \u00e9crit entre le salari\u00e9 et l’employeur ou son repr\u00e9sentant, avant le terme de la p\u00e9riode d’essai initiale.” Applying those texts, the Court held that an acknowledgement of receipt signed on the renewal letter, even returned with a polite covering email, did not prove consent: “En se d\u00e9terminant ainsi, par des motifs qui ne suffisent pas \u00e0 caract\u00e9riser l’accord \u00e9crit non \u00e9quivoque du salari\u00e9 au renouvellement de la p\u00e9riode d’essai, la cour d’appel a priv\u00e9 sa d\u00e9cision de base l\u00e9gale.” The lesson for a founder signing from abroad is operational: calendar the trial expiry, send a clear written renewal proposal before expiry, obtain an express written acceptance stating that the employee agrees to the renewal and its duration, and keep both messages. A signature that only acknowledges receipt is not enough.<\/p>\n Ending the trial period also follows fixed notice periods (d\u00e9lai de pr\u00e9venance), which differ according to who ends the relationship. When the employer ends the contract during or at the end of the trial period defined by Articles L. 1221-19 to L. 1221-24 or Article L. 1242-10 for contracts with a trial of at least one week, Article L. 1221-25 of the Labour Code<\/a> provides that the employee is notified within a period which cannot be less than: 24 hours below eight days of presence; 48 hours between eight days and one month of presence; two weeks after one month of presence; one month after three months of presence. The same article adds that the trial period, renewal included, cannot be extended by the length of the notice period, and that failure to observe the notice gives the employee, except in case of serious misconduct, a compensatory indemnity equal to the wages and benefits the employee would have received up to expiry of the notice, including compensatory paid leave. When the employee ends the trial period, Article L. 1221-26 of the Labour Code<\/a> provides that the employee observes a notice of 48 hours, reduced to 24 hours if presence in the company is below eight days. Calendar these notices in working days of presence, notify in writing with proof of receipt, and do not confuse the trial notice with a dismissal procedure: no dismissal meeting or dismissal letter is required during the trial, but the reason for ending the trial must never be discriminatory and must relate to the assessment of professional aptitude, or the termination is abusive.<\/p>\n For CDD trial periods, the scale is different and shorter, set by Article L. 1242-10: one day per week of contract within a two-week cap for contracts of six months or less, and one month maximum beyond six months, unless a sector agreement or the contract provides a shorter period. State the CDD trial expressly, count in the same units as the contract, and apply the same written-renewal discipline when renewal is possible. A founder who manages the trial from another time zone should set three automated reminders: one week before expiry, 48 hours before expiry, and the expiry morning Paris time, so that a late decision does not convert an unsatisfactory trial into a definitive CDI or into a late CDD termination that the court treats as an early termination without serious misconduct.<\/p>\n Pay in France is proved by the payslip, and the payslip is a regulated document. Article L. 3243-2 of the Labour Code<\/a> provides: “Lors du paiement du salaire, l’employeur remet aux personnes mentionn\u00e9es \u00e0 l’article L. 3243-1 une pi\u00e8ce justificative dite bulletin de paie.” The implementing decrees fix the mandatory mentions: employer identity and SIRET, employee identity and job classification, working time, gross pay, contribution bases and rates, net social amount, net taxable amount, net pay and payment date, paid-leave balances, and the reference to the applicable convention collective with the employee’s right to consult it. Since the net social reform, the bulletin must show the montant net social (net social amount) used by the CAF (Caisse d’allocations familiales, the family benefits fund) for social benefits. Electronic delivery is allowed unless the employee objects, provided integrity, availability for the regulatory period, confidentiality and accessibility through the statutory personal account are guaranteed. From abroad, mandate a French payroll provider (prestataire de paie) or accountant (expert-comptable) with a written payroll calendar: variables collected by the 25th of month M, draft slips checked by the founder, payment on the last working day, DSN filed by the 5th or 15th of month M+1 according to headcount and pay date, and immediate correction of any recalled variable in the next DSN.<\/p>\n The DSN is the single monthly channel that replaces most separate social declarations: it carries gross pay, contribution bases, withholding tax (pr\u00e9l\u00e8vement \u00e0 la source \u2014 the pay-as-you-earn income tax withheld by the employer and paid to the tax authority), and individual events such as hiring, sick leave, suspension or departure. Late, incomplete or inconsistent DSNs trigger URSSAF reminders, surcharges and cross-checks with the DPAE: an employee present in payroll but absent from DPAE, or hours paid below hours declared, is the standard trigger for a concealed-work investigation. Keep a monthly reconciliation file: DPAE, contract, time records for the 35-hour week, overtime sheets, variable-pay evidence, DSN acknowledgement, and bank proof of salary payment and contribution payment. Time records deserve emphasis for a first hire: the statutory reference is 35 hours per week, overtime (heures suppl\u00e9mentaires) carries statutory surcharges and, in larger companies, compensatory rest, and the employer must prove hours actually worked. A founder who never sees the employee should impose a simple weekly time statement countersigned electronically, preserved for three years, because in working-time disputes the judge examines all evidence and the employer who holds no records loses credibility.<\/p>\nI. Declare and register your first hire before day one from abroad<\/h2>\n
A. File the DPAE and affiliate your company and employee on time<\/h3>\n
B. Choose CDI or CDD and draft a written contract that survives reclassification<\/h3>\n
II. Run the trial period, pay and mandatory cover without URSSAF or court risk<\/h2>\n
A. Set a lawful trial period, renewal and notice to end it<\/h3>\n
B. Issue compliant payslips, file DSN, fund health cover and accrue paid leave<\/h3>\n